We’re looking for a Talent Acquisition Specialist to join our People team and help scale hiring across the organization.

This is a hands-on, full-cycle recruiting role for someone who can independently own searches from intake through accepted offer, build strong relationships with hiring managers, and create an excellent candidate experience.

You’ll manage the day-to-day execution of hiring across functions including Go-to-Market, Customer Success, Operations, Product, and Engineering. You’ll work in partnership with our People & Talent Partner on broader talent strategy, recruiting analytics, process improvement, workforce planning, and select senior or complex searches.

This role is ideal for someone who enjoys both the relationship and operational sides of recruiting: understanding what makes someone successful in a role, finding great candidates, keeping searches moving, and using data and market insights to improve hiring outcomes.

What you'll do:

• Independently manage a portfolio of full-cycle searches from kickoff through accepted offer.
• Partner with hiring managers to define role requirements, success profiles, competencies, and interview criteria.
• Build qualified pipelines through proactive sourcing, referrals, inbound applicants, networking, and creative sourcing strategies.
• Conduct recruiter screens and assess candidates against clearly defined role requirements.
• Keep hiring processes moving by proactively managing candidates, interviewers, feedback, and next steps.
• Serve as the day-to-day recruiting partner to hiring managers, providing pipeline updates, market insights, and recommendations when searches need to adjust.
• Identify hiring risks and bottlenecks early and recommend solutions.
• Manage offer coordination and candidate closing in partnership with the People team.
• Build proactive talent pipelines for recurring and difficult-to-fill roles.
• Conduct talent mapping and share insights on candidate availability, compensation expectations, and hiring trends.
• Maintain accurate candidate and requisition data within our ATS and support disciplined interview and scorecard practices.
• Partner with the People team to ensure a smooth handoff from accepted offer through onboarding.
• Help improve recruiting workflows, candidate experience, sourcing approaches, systems, and automation.
• Partner with our People & Talent Partner to monitor recruiting metrics such as pipeline health, conversion, source effectiveness, time in stage, and time-to-fill.

What You Bring

• 3–5 years of full-cycle recruiting experience, ideally in a technology, SaaS, or high-growth environment.
• Experience independently managing multiple searches across different functions.
• Strong proactive sourcing skills and experience engaging passive candidates.
• Confidence conducting recruiter screens and assessing candidates beyond resume-level qualifications.
• Strong hiring manager partnership skills, including the ability to provide recommendations, manage expectations, and respectfully challenge assumptions.
• Excellent candidate communication and a strong instinct for candidate experience.
• The ability to stay organized and drive processes forward while managing competing priorities.
• Comfort operating in an environment where priorities can shift and not every process is fully defined.
• Exposure to recruiting metrics and using pipeline data to identify potential issues or opportunities.
• Experience with an ATS such as Greenhouse or a comparable platform.
• Curiosity about recruiting technology, automation, and AI-enabled recruiting tools.
• Experience recruiting across GTM, Customer Success, Product, Engineering, Finance, or Operations is an asset.

What Success Looks Like

Within your first 6–12 months, you will:

• Independently own the majority of your assigned searches from intake through accepted offer.
• Build trusted relationships with hiring managers who view you as a strong recruiting partner.
• Maintain healthy pipelines and proactively identify risk before searches stall.
• Deliver a thoughtful, organized, and high-quality candidate experience.
• Maintain strong ATS and recruiting data practices.
• Help improve hiring velocity without compromising candidate quality.
• Build proactive pipelines for recurring and hard-to-fill roles.
• Contribute ideas that make our recruiting processes smarter, faster, and more scalable.